For years, corporate relocation programs focused almost exclusively on the transferred employee, their job requirements, benefits package, and logistics. But times have changed. Today, the success of an international assignment increasingly hinges on a factor that was once secondary: The family’s experience.
The crucial role of the family unit
Recent studies reveal that up to 70% of failed international assignments are tied to a spouse’s or children’s inability to adapt. When the family struggles to integrate, early repatriation or underperformance becomes more likely. As a result, forward-thinking companies are shifting their approach to put families at the heart of their mobility strategy.
What does family-centered relocation look like?
It goes beyond finding a good school or a nice house. It means offering a holistic support structure that includes:
- Personalized guidance on choosing the right education system.
- Emotional and cultural support for spouses (including integration programs or networking opportunities).
- Information on communities, extracurricular activities, healthcare, and social life.
- Ongoing support focused on overall family well-being.
Long-term impact
A relocation program that embraces the family as a central player doesn’t just boost talent retention, it also strengthens the employer brand and reduces the risks linked to international mobility.
In a global talent market where attraction and retention are key, supporting those who accompany your employee is no longer a nice-to-have, it’s a real competitive edge.
